1-on-1s are a great method to have a frequent conversation between manager and employee. As communication in the workplace is often one of the weakest spots of almost all organizations, managers can make a big difference by having regular, structured, yet informal 1-on-1s with their team members.

So you’ve just finished with performance and 360-degree reviews and you notice one of your employees is struggling. Though some employees may take constructive feedback as a great opportunity to implement new insights into their work style, others may instead become discouraged.

Many employees mistakenly see feedback simply as the company’s way of assessing who gets a raise, a promotion or who gets fired. You may have noticed that this mindset can elicit different reactions in your team members.

Performance reviews need to be beneficial and useful for employees, managers and organisations as a whole. In order for management to make the most out of the process, a template should be designed and used.

Performance review at work can be a scary experience, especially if you find out during one that your managers has not been happy with your work you’ve been doing. Even worse then the review itself, however, can be the days after it.

Improving employee performance is all about communication. Every manager wants his or her employees to use their talents to the fullest capacity. But realistically, it's not possible for this be done 100 percent of the time.

Performance evaluations can be described as the necessary evil. Most employees and managers dislike the whole process, however, it’s needed to understand the current health of the employees and to determine productivity levels.

Employee performance management is the a process for establishing a shared workforce understanding about what is to be achieved at an organisational level. its is about aligning the organisational objectives with the employees agreed measures, skills, competency requirements, development plans and delivery of results.

An employee performance evaluation is about to be dropped in your mailbox, and like so many others, it sits in your to-do list until the deadline line looms. Then you scurry to fill it by copying your colleagues and just get done with the ritual.

The performance appraisal is and you need to understand how to answer the questions in your self-assessment. The best way to answer the performance review questions is to take a holistic approach to the review.

A performance review is a managerial process whereby employees work or output is reviewed by their supervisors or managers. The performance review usually takes place on an annual basis, where the manager will review the performance of each employee over the year.